HR Transformation Manager

About Us

At FDJ UNITED, we don't just follow the game, we reinvent it.

FDJ UNITED is one of Europe’s leading betting and gaming operators, with a vast portfolio of iconic brands and a reputation for technological excellence. With more than 5,000 employees and a presence in around fifteen regulated markets, the Group offers a diversified, responsible range of games, both under exclusive rights and open to competition. We set new standards, proving that entertainment and safety can go hand in hand. Here, you’ll work alongside a team of passionate individuals dedicated to delivering the best and safest entertaining experiences for our customers every day.

We’re looking for bold people who are eager to succeed and ready to level-up the game. If you thrive on innovation, embrace challenges, and want to make a real impact at all levels, FDJ UNITED is your playing field.

Join us in shaping the future of gaming. Are you ready to LEVEL-UP THE GAME?

The Role

The HR Transformation Manager plays a vital role within the FDJ Online Betting and Gaming (OBG) People function, acting as a key driver of strategic change and transformation initiatives. This position blends the disciplines of project management, organisational design and development, and HR best practices to ensure that transformation projects are delivered successfully and with lasting impact. The HR Transformation Manager works closely with business leaders and HR teams to design, implement, and embed new processes, organisational structures, and ways of working that align with FDJ's vision and values.

Key Responsibilities

• Project Management: Lead end-to-end delivery of HR projects and transformation programmes, including planning, execution, monitoring, and closing. Develop detailed project plans, define scope, allocate resources, manage risks, and ensure projects are delivered on time, within scope, and within budget.
• Change Management: Define and implement change management strategies that ensure successful adoption of new HR practices and tools. Work with stakeholders at all levels to communicate change, manage resistance, and embed new behaviours.
• Organisation Design and Development: Work with the senior leaders to define, drive and deliver ODD projects, ensuring consistency of approach to OD across the organisation
• Stakeholder Engagement: Build strong relationships with key business stakeholders, HR business partners, line managers, and employees to understand needs, gather requirements, and facilitate communication throughout the project lifecycle.
• People Process Improvement: Analyse existing HR processes and identify opportunities for improvement or automation. Collaborate with HR teams to redesign processes ensuring greater efficiency, compliance, and employee experience.
• Data Analysis & Reporting: Collect, analyse, and interpret HR data to support evidence-based decision making and measure the effectiveness of transformation initiatives. Prepare and present regular project updates, dashboards, and reports to senior management.
• Risk & Issue Management: Proactively identify project risks and issues, develop mitigation strategies, and escalate as required to ensure smooth delivery of transformation programmes.
• Continuous Improvement: Champion a culture of continuous improvement within the HR function, sharing best practices and lessons learned to enhance future project delivery.

Required Qualifications and Experience

• Good experience delivering HR projects or managing transformational change within HR or organisational development teams.
• Demonstrated track record in leading complex HR programmes from conception to completion.
• Knowledge of HR processes such as recruitment, onboarding, performance management, reward, learning and development, employee relations, and HR analytics.
• Experience with HR technology implementation, including HRIS, ATS, or talent management systems.
• Exceptional communication, presentation, and stakeholder management skills.
• Advanced analytical and problem-solving abilities, with experience in data-driven decision making.
• Excellent organisational skills, with the ability to manage multiple projects and priorities in a fast-paced environment.
• Ability to influence, challenge, and drive change across all levels of the organisation.

Key Competencies

• Leadership: Inspire confidence, empower teams, and lead by example through periods of change.
• Strategic Thinking: Align HR transformation initiatives with broader business objectives and long-term strategy.
• Communication: Articulate complex concepts clearly and persuasively to a range of audiences.
• Collaboration: Foster a collaborative approach, working effectively across departments and with external partners.
• Adaptability: Remain agile and effective in ambiguous or rapidly changing environments.
• Results Orientation: Demonstrate a strong focus on outcomes, quality, and the delivery of measurable benefits.
• Innovation: Seek out new ideas, technologies, and approaches to drive continuous improvement.
• Intuitive sense for identifying opportunities to optimise people, processes, and technology.